6 Horrible Risks of Study Drugs

6 Horrible Risks of Study Drugs In this article we’re going to quickly go through the risks of taking study drugs, or smart drugs, to try and get ahead in college or pull through those all-nighter study sessions. We’re going to cover all 6 bases that you should be informed on as a student who is at least considering it. I mean, why else would you read this? By the time you’re done you’ll know the risks. Let’s begin. 1. Ummm†¦You’ll Get Addicted! This is a risk from a few different angles. Let’s say someone decided to â€Å"help themselves study† by using some type of drug†¦that typically includes methamphetamines. Okay, what if that first time or two it does help them study and their grades go up? That’s the worst thing that could happen because then they’ll be under the mistaken impression it can be sustained. â€Å"I can control it† they begin to tell themselves. Yet what they don’t know is these drugs are as addictive as cocaine. Pretty soon they start believing they can’t study without it. Then of course have to take into account the physical addiction. Some are much more addictive than others. Regardless, do you really want to get addicted to this drug? Is that a wise productive decision? No. 2. You’ll Completely Crash Burn It might work a couple times or for a little while without causing much trouble if you’re lucky. But sooner rather than later you’ll crash and burn. The wakeup call will be that first big bombed test. The first time the professor brings you into their office to talk about your sudden disappearance from class or the fact you’re falling asleep during lectures. No one, literally no one, can take these drugs over the long haul and expect to maintain a good GPA. Make no mistake, the vast majority of students abuse these drugs. If you have even a slight addictive personality you’re in for trouble. 3. You’ll Get a Bad Rep What happens when people in class start believing you’re on drugs all the time? What if you get the rep of a drug user? What if you get caught with them (we’ll touch on this more in a moment)? At first it might sound â€Å"cool† to take them to study, but pay close attention to those that are now tricking themselves into believing they need it to study. How are they perceived by the people around them? What sort of crowd do they run with? Ask yourself if this is really what you’re all about and think again. 4. You’ll Get Arrested It’s a federal crime dude. And, make no mistake, your university and the law enforcement where you are will take it seriously. Having pills without prescription is a big no no these days due to the mind-boggling amount of overdoses and deaths that are happening. Don’t get this on your record. It’s not worth it. Don’t get caught up in the jail system or have to call home to explain to your parents why you’ve been kicked out altogether or temporarily from classes (and you’ll lose any and all scholarship money probably). 5. The Potential Side Effects Suck Here’s a quote about student life and the types of smart drug side effects students can look forward to if they get involved in this sort of thing: â€Å"Anxiety, depression, dependency, extreme anxiety levels, nervous breakdowns, sleep disorders, suicidal thoughts, psychosis nervousness, jitters, stomach problems, headaches, sleeplessness and a decrease in appetite.† (Elizabeth Hoyt) Are you willing to risk all that nonsense just to try and inch your GPA up without doing it the old school way? Is it really that hard to just crack open the books and study? How about join a study group? Honestly, no educational goal is worth ruining your life over. That’s a bit too oxymoron. 6. You’ll Go Completely Insane No joke. Maybe not clinically insane where you need to wear a straightjacket all day, but you won’t be your normal self. You’ll be sleep deprived, anxious paranoid or possibly incarnated in jail around some real odd characters. What’s the point? No, it’s not normal to abuse drugs in college. It’s not. Maybe it is among the packs of students with low GPAs who are really just there to avoid the real world, but not the serious students. It’s completely abnormal and leads to completely abnormal behavior. This is a serious subject so we would love to get your input. What’s the atmosphere around smart drugs like at your school and what do you think of them and the risks of usage?

Muslims and Arabs in American Society Coursework - 2

Muslims and Arabs in American Society - Coursework Example Steps have been taken to alter American perceptions about Muslim and Arab community in order to strengthen mutual interests and respect, and crack the code for understanding and communication with the Muslim and Arab groups. Now, by abandoning unpopular policies and with a difference in manner and style, focusing on the priorities of Muslim and Arab groups has become highly important for US public diplomacy department (Greco). Arabs and Muslims in America have been subjected to prejudice and hate crimes following the post 9/11 conflict between US and Muslim world. Mysteriousness, religious extremism, and cultural backwardness are the characteristics of orientalism, which are associated with American Muslims and Arabs (Jayne). Orientalism and prejudice together foment crime and hate between Muslims and Christian community in America. It should be understood on individual level that not all Muslims hold the same negative grudges against Americans, so they should be spared from hate cri mes targeted at American Muslim groups, and children should also be taught how to tolerate different religions and cultures.

Team Sports Economics Essay Example | Topics and Well Written Essays - 1500 words

Team Sports Economics - Essay Example Also compared to others it is a small academic field altogether. The pioneer of this economics’ field is said to be S. Rottenberg, who happened to be working at the renowned University of Massachusetts as an economist. He focused on the market of baseball players and did a journal in 1956 entitled, â€Å"Journal of Political Economy.† 1(Kasenne, 2007 p1) This is a study which seeks to put its entire concentration on the aforementioned field of economics and it will go on to discuss the field in detail. The write out will vividly make a comprehensive and an unbiased look at the team sports’ economics. To this it will answer the study question, â€Å"How effective are the competition balance policies in the models of sport evidenced in North America and Europe?† Examples to make this topic more understandable and interesting to read will be given from the current professional leagues in these two nations. The study will start by looking at the North American case and then continue to have a look at the European case. Many are the times that leagues have not portrayed the best interests of the set policies by the bodies responsible. This has left the loyal fans of various clubs disappointed. European football has not been spared by negative scandals that strike leagues off the competitive balance. The study sets out by tackling of the North American scenario portrays a good number of professional leagues with the inclusion of National Basketball Association commonly known referred by the initials NBA, Major League Baseball- MLB, National Football League (NFL) and also the hockey league- National Hockey League (NHL). The leagues in entirety are privately owned with regards to individual teams involved. Thus, the league is a private team ownership kind of league run together with the administrators they use their discretion to choose. Administrators are commonly referred to as Commissioners. Apart from their being the sole determiners of the plays taking place for the branded league, these leagues also take part in ample activities like definition of territories, their protection, making decisions on the location of teams by way of relocation and expansion as well as making negotiations of players, players’ unions, location of teams and TV contracts. Besides these responsibilities the leagues may be with the competitive balance’s future interest. By way of default or from another perspective the owners’ of the teams’ agendas, the policies made by the league enhance level balance in the upholding of competitiveness. Expounding on this view, the Rottenberg’s sentiments are going to be cited. According to him, team fans would rather their teams won in close kind of games than any other outcomes. Fans also have another preference in their list and that is; there should be occasional hopes brought about by the form portrayed in the post-season plays by the teams that they support. Imbal anced games are, therefore, a counter-expectation on the preferences by fans. In other words, competitive balance is what is most preferred by team fans. In a case where in a league there are problematic imbalances the fans of this league that harbors losers will experience a decline in the interests they had for the teams they support. If the same fans continued supporting the league with the same level of thrill as before despite the losing team’

Theories Of Leadership Essay Example for Free

Theories Of Leadership Essay Introduction Managers and leaders in any organization are expected to influence the actions of their employees through several channels. Some of these include communicating with staff members, stimulating subordinates to work hard and ensuring that all the resources within the company are allocated well. These expectations can either be met successfully or unsuccessfully. Numerous researchers felt the need to come up with theories that govern successful leadership. One of these theories is known as the contingency theory. An analysis of the contingency theory Fielder (1964) came up with this approach to leadership after realizing that leaders could function well if they changed their styles to suit the situation at hand. This is where the name contingency originates. Fielder conducted several studies of effective and ineffective leaders. Thereafter he concluded that the most successful approach would be to match organizational settings with leadership styles. These two parameters form the basis of the contingency theory of leadership. According to Fiedler, leadership style may be defined as the way leaders and employees interact with one another. One cannot claim that a manager’s leadership style changes from time to time. On the contrary, this is a fixed parameter since every leader has a different personality. The latter term largely affects the nature of the leadership style. Since this trait is important, Fielder came up with a method for categorizing leadership styles. He used the Least Preferred Coworker Scale (LPC). The Scale is applied only to leaders; the latter are asked to rate the person they feel has worked very poorly with them. The scale starts from one to eight and may be a classification of a co-worker from the past or the present depending on which worker was the worst. Examples of personality traits that guide the scaling process include; Unfriendly versus friendly workers Hostile versus supportive Guarded versus open Uncooperative versus cooperative (Fiedler, 1964) All the latter traits are in ascending order with number 1 representing the character trait on the left while number 8 represents the character trait on the right. The LPC   scale’s main purpose is to determine whether a particular form of leadership style is task oriented or people oriented. Leaders who score high marks in the scale favor interpersonal relationships. Consequently, those leaders who rate their co-workers in a negative light may be more interested in the task at hand. This also implies that such leaders have poor interpersonal relationships. However, critics have asserted that such traits may not necessarily be accurate. Some individuals may portray their co-workers in a negative light but still be keen on interpersonal relationships. Fielder (1964) felt that those leaders who managed to match the requirements of the task with a dominant personality trait tended to be more successful.   Dominant personality traits largely determine the approach chosen by leaders i.e. either people oriented or task oriented approach. The LPC scale indicates whether or not a certain individual values interpersonal relationships. In case leaders score highly, then they normally consider interpersonal relationships as a crucial part of implementing tasks. However, those who score low marks in the scale value task completion more than anything else does. Consequently, most of them may not bother creating close relationships with their employees. Fielder (1964) was also concerned with the organizational environment or what is also called the situational variable. According to him, the situational variable can be defined as that aspect within the organization that can allow leaders to exert influence within their team. He divided the situational variables as follows; -Task structure -Position power -Leader to member relationships The leader-member structure is defined as the level of acceptance team players have towards their leader. Task structures may be defined as the level of job specificity among subordinates. Lastly, position power is described as the level of authority attributed to a leader as result of his position within the organization. (Fiedler, 1964) In the Leader-member situation, a leader would be more successful if he establishes strong links between himself and the other people within the organization; this is through trusting and respecting members of his organization. Additionally, successful leaders in the task structure situation are those ones that specify job detail well. Powerful leaders in the position power situation are those ones that exercise their right to fire and hire or to reward individuals within the organization. All the latter three situations create eight leadership styles. These are then divided into two important groups known as the relationship or task oriented leaders. Five of the leadership styles fall under the latter category. Fielder (1964) felt that task oriented approach were more appropriate in disasters or extreme situations. In cases where a fire strikes an organization, then leaders would be more efficient if they applied the task oriented approach. At this time, the issue of position power is not very relevant and neither are the relationships of the co-workers. In extreme cases or in disasters, the individuals who direct tasks most efficiently become the leaders. The opposite is true for leaders who try applying a people oriented approach. This would mean considering what people think and this would eventually delay outcomes. Such cases require only the fastest responses for survival. Task oriented relationships are also important in blue collar jobs. This is because such workers normally require direction and job specificity. Therefore, this leadership approach would be most appropriate. On the other hand, such scenarios may still be characterized by strong leader member relationships. The latter situation can be effected when leaders reward worker well for their efforts. Relationship oriented leadership styles may be more favorable in situations where the organizational environment is highly predictable. Some of the most appropriate environments include research institutes. In such circumstances, subordinates would not like it if their leaders interfered with the nature of their task. Here, it would be more appropriate to work on building relationships with subordinates. It should be noted that Fielder’s theory does not cover all the possible factors affecting leadership. Some leaders may be more effective if they undergo training or gain experience on the job. Such factors have not been accounted for by the contingency theory. Conclusion Overly, Fielder was trying to say that leaders are not just successful or unsuccessful. Leaders can either be effective in certain situations and not all of them. Therefore, all individuals can become leaders if they choose the most appropriate situation to apply their leadership styles. Additionally, it is possible to make a leader more effective by altering the following; position power, task structure and leader member relationships. It should also be noted that Fielder’s scale can be quite appropriate in determining leadership styles. Reference: Fiedler, E. (1964): A Contingency Model of Leadership Effectiveness; Journal for Advances in Experimental Social Psychology, Academic Press 1, 12, 149-190

Willa Cathers O Pioneers! and Charlotte Perkins Gilmans Mr. Peebles

Willa Cather's O Pioneers! and Charlotte Perkins Gilman's Mr. Peebles' Heart In both Willa Cather’s novel O Pioneers! and Charlotte Perkins Gilman’s short story "Mr. Peebles’ Heart" present the reader with strong, successful female characters. Alexandra Bergson, the heroine of O Pioneers!, becomes the manager and proprietor of a prosperous farm on the Nebraska frontier while Joan R. Bascom of "Mr. Peebles’ Heart" is a successful doctor. Cather and Gilman create competent, independent female characters that do not conform to the perceived societal standards for women in the late-nineteenth and early-twentieth century. Both women must struggle against society’s perception of what they should be and how they should behave, however, Alexandra’s struggle leaves her emotionally distant while Joan’s struggle does not hinder her emotional attachments. Throughout the nineteenth century, gender roles were increasingly characterized by a division of activity into separate spheres for men and women. Men moved freely between home and the outside world, however, women were largely restricted to the home and remained financially dependent upon a man. While this situation offered women more power within the home, that power was very limited in scope. As the twentieth century neared, more and more women began to challenge the societal expectations placed upon them. Many Americans began to fear that the family was disintegrating due to "a declining birth rate, a rising divorce rate, and efforts of a growing number of women to break out of their separate sphere of domesticity by obtaining a higher education, joining women’s organizations, and taking jobs outside the home" (Kellogg and Mintz 1937). As this progressive movement gained momentu... ...ifestyle as the manager of a profitable farm. But while Joan has thrived in her professional and her social life, Alexandra is emotionally stunted as a result of her struggle against societal norms. Works Cited Cather, Willa. O Pioneers! New York: Dover Publications, Inc., 1993. Gilman, Charlotte Perkins. "Mr. Peebles’ Heart." "The Yellow Wallpaper" and Other Stories. Ed. Paul Negri. New York: Dover Publications, Inc., 1997. 63-70. Kellogg, Susan and Steven Mintz. "Family Structures." Encyclopedia of American Social History. Ed. by Mary Kupiec Cayton, Elliott J. Gorn and Peter W. Williams). New York: Charles Scribner’s Sons, 1993. 1925-1945. Pleck, Elizabeth H. "Gender Roles and Relation." Encyclopedia of American Social History. Ed. by Mary Kupiec Cayton, Elliott J. Gorn and Peter W. Williams). New York: Charles Scribner’s Sons, 1993. 1945-1961.

Philip Crosby Essay

Philip Crosby was born on June 18th, 1926. He was a successful businessman and a famous author who added so much to the practice of quality management and also the management theory. Philip Crosby started the Zero defect plan at the company in Orlando Florida which was the Martin Company. As manager of Quality control at a program of Pershing Missile, Philip Crosby was accredited with a 25% decline in the general rate of rejection and a 30% rate of decline in the costs of scrap. After working at ITT, Philip opened a management consultancy firm in 1979 and naming it Philip Crosby Association. His consultancy firm offered quality management educational courses at the head office in Winter Park, Florida and also at 8 overseas locations. Later in 1979 Philip Crosby published his very first book based on business, Quality is free. This book became an instant hit due to the severe problems in the North American Quality.   Through out the 1970s and 80s the manufacturers of North America were losing ground on the market share to the products of Japan only because the quality of the japenese products were much better then the North American Products. The reply to the quality problem by Philip Crosby was the rule of DIRFT (doing it right the first time). Later he added 4 more essential principles Conformance to neccessities is the true meaning of quality Avoidance is the structure of quality Zero defects is the standard of performance The cost of nonconformance is the size of quality (SkyMark, 2007) The recommendation of improving quality by Philip Crosby was a program of fourteen steps. His conviction was that a corporation which initiates a quality maintaining program will definitely see more saving rather than paying off the quality program cost. Fourteen Steps to Improve Quality The organization is dedicated to maintain quality Make teams who improve quality. Bring all senior managers from different departments. Evaluate processes to decide potential and current issues of quality. Evaluate the price of poor quality Lift the awareness of quality among all of the employees Take necessary action to correct the issues of quality Check quality improvement progress. Make a committee to check zero defects. Teach the managers in improving quality Have days of zero defects Support the workers to initiate their own goals of improving quality Support the communication among employees with the senior managers about the barriers to quality Be familiar with the effort of the participants Make councils of quality Do it again. Improving quality never stops. The Approach of Philip Crosby widened as he included new improvement ideals. He talks about the 5 different traits of a successful company Normally people do things correctly the first time Change is predictable and is used as a benefit Growth is steady and beneficial Fresh services and products emerge when required All of the workers are pleased to work. (Philip Crosby, 1995) In the approach of Philip Crosby, the message of Quality Improvement needs to be spread by making a hub of quality experts in the organization. He strongly emphasized on the approach of top-down, as he thought that the upper management is mainly responsible to improve and maintain quality.   The main aim is to teach the staff and offer them the quality improving tools and to apply the fundamental principle of Prevention Management in each and every part. He Died on August 18, 2001. (Winter Park Public Library) Bibliography SkyMark (2007) Philip Crosby: The Fun Uncle of the Quality Revolution. http://www.skymark.com/resources/leaders/crosby.asp Philip Crosby (1995) Philip Crosby’s Reflections on Quality: 295 Inspirations from the World’s Foremost Quality Guru, Publisher: McGraw-Hill; 1 edition Winter Park Public Library, the Philip Crosby Collection. http://www.wppl.org/wphistory/PhilipCrosby/index.html =

My Career Choices Within The Nutrition Field Essay

During this semester in the Introduction to Human Science class we have done several career exploration papers within our degree field and to explore the careers within the human sciences. The discussion of this paper will include three values that I find important, three career choices within the nutrition field, and three long term goals. I will also discuss how I will reach my long term goals and how my career choices and values tie into one another. According to KatoElias (2015), â€Å"Personal values create beliefs, actions, and behaviors that are important in your personal life† (p. 259). Personal values are also influenced by life experiences and family. Just as a person has a set of personal values, one might have a set of work values. My personal values can also apply to work values. Throughout my life, I have valued health, respect and harmony, and unity. I value health; without health you cannot move forward in either your personal or work life. I value respect and harmony. 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